Sustainable Growth and Career Paths

Sustainable Growth

Recently I was interviewed by Fortune Magazine around “Common Characteristics of Growth Companies”.

One of the questions Jill, my interviewer, asked was – “How does a company’s growth impact good career choices?”

My perspective is that of someone that has built several companies that made the Inc. 500 (including my current focus – brian cork Human Capital); a recruiter that faces this very question daily; and, executive coach.

My experience in working with candidates up-and-down the food chain, from CEO’s to Customer Service personnel, is that growth is only viable if it appears stable and sustainable. I think the word “sustainable” needs to be the operative word here.

First, a company must get past its sophomore year (most are walking dead at this point but might not know it). Eighteen months is a significant milestone. Then you need to look for the “magic formula” of Product, Timing, Management, Cash, and a Plan. Then, the appearance of growth is often defined by the obvious – revenues and head count.

This is where it gets interesting…

My point is that candidates (“job seekers”) have become more sophisticated and discerning in the way they evaluate a potential employer. A very real and reasonable concern of candidates is the familiar scenario whereby a company led by an overzealous CEO that appears to be growing (hiring lots of people and issuing press releases) misses its numbers. The Board of Directors and/ or the management team loses its nerve, and people are laid off.

I like smaller companies with “good steward” leadership inspired by cutting edge products and services.

For example, take a “big” (Fortune 200) company like Coca-Cola that hires a bunch of people, and then lays a bunch of people off depending on an analysts view of it’s stock (less revenue; lower price).

A large company might be less attractive to a potential employee than an Inc. 500 company that has recently proven that it has realized at least three successive years of revenue growth. This indicates it has a product or service that enables sustainable growth.

So… In summary, what I have learned as an entrepreneur, investor, recruiter, and an executive coach is that savvy job seekers today are focusing on companies that appear to be positioned for sustainable growth.

NOTE: The next thing they want is employee investment in the form of “best-of-class” benefits, and a well-defined career-path (this includes consistent 360 evaluations).

Brian Patrick Cork
Cultural Architect | brian cork Human Capital
www.bchcroi.com